The employees remaining after downsizing or restructuring are the most
critically "at risk" resource in an organization. Without
planned intervention, this resource could be further lost or damaged.
Employees exposed to significant organization change experience a sense of:
| *
personal vulnerability * frustration * guilt |
*
powerlessness * anger and grief * responsibility |
Organizations involved in a significant workforce change experience:
| *
loss of organizational loyalty * higher undesirable turnover * lower productivity * decreased morale * decline in performance * breakdown in communication |
A planned intervention
by trained facilitators allows both management and employees to return
to or maintain a productive work environment while simultaneously addressing
the organizational change.
THE INTERVENTION
The Three Step Process conducted by OHIO EAP trained facilitators includes:
-
The process begins with a consultation with managers to establish the motivation for and appropriateness of the use of the intervention.
-
A 2-hour session with employees, without their supervisors present, where a structured discussion is facilitated with the goals of educating, validating and supporting employees through the transition.
The structured discussion is set in the framework of a psychological debriefing model. The facilitator serves as a liaison between the group and the management around issues the group identifies as obstacles to normalizing workplace, functioning.
-
The facilitator provides a timely response to management which includes a discussion of sanctioned recommendations developed by the group. A review of how the changes are impacting their department and possible interventions are also explored.
BENEFITS:
| - - | Empowers employees
and their organizations to adapt to the stressful and rapid changes
that are inherent in a turbulent work environment. |
| - - | Revitalizes
the workforce; focusing them to where they are and where they are
going. |
| - - | Rejuvenates
the organization by opening lines of communication that enhance
productivity. |
| - - | Renews workforce
commitment to the organization's goals. |
| - - | Decreases stress on the organization and employees during the transition. |
Who can benefit from THE INTERVENTION?
The Intervention
is designed to support all levels of the workforce. It is particularly
appropriate for those departments that have been the most significantly
affected by the restructuring changes. This group presents the greatest
risk to the organization if readjustment to the new work environment
is delayed.
When should THE INTERVENTION be implemented?
The Intervention is ideally begun before the lay-offs commence. It is most effective when coordinated with the entire reorganization strategy. Time distorts reactions and the longer between the change and the intervention, the more difficult the resolution and return to productive functioning.
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This page last updated: March 5, 2001
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